4 ms·

> Identity quotas do little but foster distrust of the members of the assisted category. Only for a while. After a while it will become normal and the distrust

> Identity quotas do little but foster distrust of the members of the assisted category. Only for a while. After a while it will become normal and the distrust will fall away. And what else do you propose? Because we've tried doing nothing for decades and the results aren't great.

troad 4y ago
> Only for a while. After a while it will become normal and the distrust will fall away. Really? What do you base this on? From my understanding of race-based affirmative action in the United States, that distrust hasn't gone away after many, many decades. I've heard African-Americans complain it's more difficult to be taken seriously when quotas are in place, but it's hard to say how common that experience is.
AdrianB1 4y ago
My company started this policy internally for more than 10 years. What is the situation 10 years later: - the last 4 senior directors of my department were all females, the last 2 were fired for incompetence, the previous 2 moved out with different golden parachutes (one in an extended maternity leave of several years, one in retirement) - we are no longer allowed to do technical interviews in IT with very few exceptions for key positions. The reason: the ratio of people passing tech interviews were ~ 10:1 male to female, not enough to hire 60% women (that was the quota for new hires) - we are losing Application Managers at rapid fire. They either leave the company, get fired or move to other functions (HR, sales). They are all females, only a few developers are males. - the last 2 cafeteria managers were promoted to IT directors (Facility Management is technically part of IT function for some historical reason). Both females.
causi 4y ago
Because we've tried doing nothing for decades and the results aren't great. Why do you say that? The proportion of female executives is increasing at a phenomenal rate. Look at, for instance, the number of female CEOs in the Fortune 500. In 1998 it was one. In 2008 it was twelve. In 2019 it was thirty-three.

troad 4y ago

> Only for a while. After a while it will become normal and the distrust will fall away. Really? What do you base this on? From my understanding of race-based affirmative action in the United States, that distrust hasn't gone away after many, many decades. I've heard African-Americans complain it's more difficult to be taken seriously when quotas are in place, but it's hard to say how common that experience is.

AdrianB1 4y ago

My company started this policy internally for more than 10 years. What is the situation 10 years later: - the last 4 senior directors of my department were all females, the last 2 were fired for incompetence, the previous 2 moved out with different golden parachutes (one in an extended maternity leave of several years, one in retirement) - we are no longer allowed to do technical interviews in IT with very few exceptions for key positions. The reason: the ratio of people passing tech interviews were ~ 10:1 male to female, not enough to hire 60% women (that was the quota for new hires) - we are losing Application Managers at rapid fire. They either leave the company, get fired or move to other functions (HR, sales). They are all females, only a few developers are males. - the last 2 cafeteria managers were promoted to IT directors (Facility Management is technically part of IT function for some historical reason). Both females.

causi 4y ago

Because we've tried doing nothing for decades and the results aren't great. Why do you say that? The proportion of female executives is increasing at a phenomenal rate. Look at, for instance, the number of female CEOs in the Fortune 500. In 1998 it was one. In 2008 it was twelve. In 2019 it was thirty-three.